Kasey Black’s Post

Navigating change in your organization can be complex. Curious about a framework that helps manage this change and enriches your company culture? I’ve just shared some insights on Arnold Mindell’s powerful concept of the three levels of reality—essence, dreaming, and consensus reality, and how these can be practically applied to enhance leadership and promote a resilient organizational environment. Dive into the full discussion and learn how to harness these dynamics effectively for your team's benefit: https://lnkd.in/g9bfWP35

Navigating change in your organization can be complex. Curious about a framework that helps manage this change and enriches your company culture? I’ve just shared some insights on Arnold Mindell’s powerful concept of the three levels of reality—essence, dreaming, and consensus reality, and how these can be practically applied to enhance leadership and promote a resilient organizational environment. Dive into the full discussion and learn how to harness these dynamics effectively for your team's benefit: https://lnkd.in/gbz44An9

Transformation Bites #23 - 𝗪𝗵𝗼'𝘀 𝗢𝗻 𝗧𝗵𝗲 𝗕𝘂𝘀 🚌 Many of you will remember the 'First Who, then What' from Jim Collins in "Good To Great". It is a bit counterintuitive - but I have found it right many times. It's good to decide who drives the bus even before deciding where to take the bus. This starts by picking the right leadership team. And if you must face a Transformation effort, that top team must be the driver for it. This HBR article from Paul Leinwand, Mahadeva Matt Mani and Blair Sheppard offers some hints (admittedly for CEOs, but applicable also to any leader) to build a leadership team that can drive the change effort: 1️⃣ 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝘁𝗵𝗲 𝗞𝗲𝘆 𝗥𝗼𝗹𝗲𝘀 The design of the roles in your top team sends a strong signal to focus the organization on the key capabilities. It's usual to keep the 'traditional' design of the company to start, but that's also a good opportunity to introduce the capabilities aligned with the new priorities. A good example is the co-existence of the traditional CIO and the Chief Digital or Data & Analytics Officer. 2️⃣ 𝗥𝗲𝗰𝗿𝘂𝗶𝘁 𝘁𝗵𝗲 𝗥𝗶𝗴𝗵𝘁 𝗣𝗲𝗼𝗽𝗹𝗲 You select an individual usually based on the right mix of skills, experience and behaviours. Increasingly, the candidate must meet one or more of the 'paradoxical expectations' and have a mixed profile: a 'Strategic Executor', a 'Globally Minded Localist', or a 'Traditioned Innovator'. If you need to transform, you also seek viewpoints and profiles different from those dominant in the organization And as a group, you want to strike the right balances: of insiders and outsiders, of thinkers and doers, of diplomats and warriors. 3️⃣ 𝗙𝗼𝗰𝘂𝘀 𝘁𝗵𝗲 𝗧𝗲𝗮𝗺 𝗼𝗻 𝘁𝗵𝗲 𝗖𝗵𝗮𝗻𝗴𝗲 Time is the most valuable resouce of the top team. It's only natural for executives to allow daily issues to take up most of their time. The leader must make sure the team drives the transformation, rather than letting the agenda be driven by requests from business as usual. This must include not only making decisions about Transformation - also getting their hands dirty ensuring the decisions are successfully implemented. Finally, big change requires the top team to work as a team and not as a set of bright individuals: this includes 'forcing' them to work jointly, enabling constructive discussions and getting all behind team decisions. A great leadership team is the best enabler of a successful Transformation. Let's start from getting the right people on the bus 🚌

The Number One Leadership Quality: Visionary Thinking Visionary thinking is the cornerstone of transformational leadership. It means having a clear, inspiring, and forward-looking vision for your organization. This quality enables you to create a sense of purpose that motivates and engages your team to work together towards a common goal. 3 Steps to Develop Visionary Thinking: 1. Understand Your Purpose: Begin by understanding your organization's core purpose and values. What is the change you want to see in the world, and how does your organization contribute to that change? Knowing this provides a foundation for visionary thinking. 2. Create a Compelling Vision: Craft a compelling, easy-to-understand vision statement that encapsulates your organization's future. Make it aspirational, specific, and something that people can rally around. Share this vision with your team to build alignment - and don't forget to include them in crafting the vision to foster buy-in! 3. Inspire and Empower Others: As a transformational leader, your role is to inspire and empower your team to turn the vision into reality. Encourage creativity and innovation, and provide the necessary resources and support. Listen to your team's ideas and adapt the vision as needed based on their valuable input. Visionary thinking helps you chart a clear path for your organization's future, fosters enthusiasm among your employees, and leads to transformative change. It's the beacon that guides your team in the right direction. Get Up and Grow! -Raul T. Pereyra (RTP) P.S. For more leadership insights, don't forget to check out my monthly newsletter here: https://lnkd.in/gU_FGbw2

How does leadership and strategic vision play a role in business success? Learn how these two elements are intertwined, working hand in hand to create a roadmap that leads an organization to greatness 🎢 Read the full blog now👇 #blog #businessplanning #goaltracking #strategy

No two transformations may be the same; however, over our past 35 transformations, our Stack'd Team has identified several key factors we believe make a difference in preparing leaders to drive successful business transformations. These factors empower leaders to navigate the complexities of change, inspire their teams, and shape the transformation process. To delve deeper into these insights, read our short article and discover the valuable knowledge we've gathered. https://lnkd.in/gdv3EFkp #businesstransformation #leadership #leadershiplessons #calgary

In today’s rapidly evolving business landscape, companies across industries recognize the need for comprehensive organizational transformations to succeed. This transformation unfolds through our Full Potential Journey—a strategic partnership designed to empower clients at every step. Collaborating with our clients, our primary goal is to enable their success on their transformational journey, whether it involves enhancing capabilities, expanding into new markets, boosting profitability, or increasing sales. Navigio provides a tailor-made plan and guides our clients all the way to the finish line—and beyond. Explore the complete article for a walkthrough on what a Full Potential Journey could entail: https://lnkd.in/dsGgtuQ2 #organizationaltransformation #strategicpartnership #fullpotential #unleashpotential #organization #strategy #executivesearch #leadership #leadershipdevelopment #performancemanagement #people #transformation

Check out our new blog post: Beyond Profits: Leadership Strategies for Long-Term Success

🎉 Happy Friday, Everyone! 🎉 We've just rolled out a powerful new resource at Heartwired—our Polarity Map Template and Guide. This is a must-have tool for leaders aiming to manage the inherent dichotomies or polarities that teams often grapple with. Unaddressed, these dichotomies can seriously hamper organizational growth and individual performance. 👉 Would you like hands-on guidance? We're offering live sessions to walk you through the template and ensure you're harnessing the full benefits. Send me a message to schedule a session! So, what polarities have you faced in your organization that you think need attention? #leadership #polarities #leadershiptools #organizationalsuccess

"What is the problem we are trying to solve?" This seemingly simple question is often glossed over when organizational change is proposed. And even more important is distinguishing between the outcome and the cause. Most leaders talk about the outcome they want to change (spending too high, revenue too low, churn too high, retention too low, low diversity, etc.) and while yes, this is the outcom you want to change, it doesn't inform what action to take. You have to ask "why are we getting the result we DON'T want?" before you can actually affect the outcome. Otherwise - you are just guessing (or perhaps the reason you want the change is personal, and not related to the problem at all)